• The Journal of Asian Finance, Economics and Business
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• 제7권11호
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• pp.479-489
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• 2020

The purpose of this paper is to uncover whether and how contextual factors (information exchange, participation, trust in management, and training), relate to resistance to change. It also explores the mediating effect of perceived impact of change on the relations between contextual factors and resistance to change. This study is conducted in several manufacturing plants in food processing industry in Vietnam, which is implementing a top-down large-scale change - Lean transformation, adopting Total Productive Maintenance (TPM) program, to be specific. The findings suggest that all four contextual factors are negatively associated with resistance to change, in which training had the strongest impact. Also, the perceived change impact partially mediates the relationships between the four contextual factors and resistance to change. The practical implications of this paper are that employees who receive adequate, timely and useful information relating to change are less likely to show opposing behaviors towards change. Fostering trust in management among employees, and employee involvement in decision-making, also have a significant influence when addressing employee resistance to change. Employees who are well-trained, well-equipped with tools and knowledge about the change, are less likely to resist as they view the benefits of changes more significant than the risks.

• 산경연구논집
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• 제13권8호
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• pp.1-7
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• 2022

Purpose: The present study concentrates on the issues that affected the employees directly and acted as stress factors. These stress factors affect how the employees perform while undertaking their duties. Furthermore, this study evaluated how the involvement of the corporate counsel affected the company by enhancing the productivity of the employees. Research design, data and methodology: The research design of this research is a literature content analysis and method for data handling should be described, and the resultant combination of the studies should include the consistency measures for every meta-analysis. Specify any risk assessment of bias that may impact the cumulative evidence, such as the publication bias and the selective reporting within studies. Results: The finding shows that change in the location of employees' organizational restructuring and the introduction of new technologies also contributed to significant organizational stress factors. These results show a substantial correlation between the magnitude of the adjustments' effects on employees' performance. Conclusions: The current study strongly concludes that counselors, through their prowess, can analyze and evaluate the stress factors that are evident among the employees and in the organization. Some of these factors may be office layout, organizational codes of ethics, organization rules, and employees' personal challenges.

• 한국콘텐츠학회논문지
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• 제8권1호
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• pp.103-115
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• 2008

연구의 목적은 소진 현상과 대처전략에 대한 모형을 국외여행업체의 종사원을 대상으로 기존 연구와의 관련성을 알아보고자 하였다. 이러한 목적을 위하여 소진현상(감정적 고갈, 비인격화, 개인적 성취감 감소)과 직무만족, 이직 의도와의 관련성을 알아보았고, 대처 전략의 각 유형들이 소진 현상과 직무 태도와의 영향 관계에 어떠한 조절 효과를 발휘하는 지를 알아보기 위한 시도를 하였다 조절 변수로 사용된 대처전략의 변수로는 사회적 지원, 자아 존중감, 그리고 여가 활동의 참여를 활용하였다. 다양한 역할을 수행함으로써 여행사 직원들이 겪게 되는 소진 현상과 대처 전략을 알아보기 위해서 실증분석을 위한 자료 수집에서는 국외여행업체에 근무하는 직원을 대상으로 실시하였다. 실증 조사를 통한 연구 결과에서는 소진 현상을 경험하는 종사원들은 직무 불만족을 경험하게 되며, 회사를 옮기고자 하는 경향이 높아지는 것으로 나타났다. 대처 유형(사회적 지원, 자아 존중감, 여가 활동)은 소진현상과 직무만족과의 영향 관계에서 조절변수로서의 역할을 수행하는 것으로 나타났다. 소진 현상을 감소하기 위한 감정의 조절과 여가 활동의 참여 등이 필요하며, 사회적 지원 등의 대처 전략이 필요하다.

• 한국유통학회지:유통연구
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• 제12권4호
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• pp.79-108
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• 2007

본 연구에서는 기업의 성과를 향상시키는 중요한 요소로 알려진 종업원의 조직시민행동을 고객관점에서 측정하고, 그 영향을 검토하기 위하여 관련 변수들인 서비스품질, 고객만족, 신뢰, 호의적 구전과의 경로관계를 실증적으로 규명해보았다. 그동안 조직시민행동(OCB)에 관한 연구들은 대부분 조직 관점에서 종업원의 OCB를 측정하였다. 반면, 본 연구는 고객의 시각으로 이를 평가했다는 점에서 기존 연구를 확장하였다고 할 수 있다. 자료 수집에 있어서는 보다 다양한 고객접점 상황을 고려하기 위해 미용실과 주점 두 업종의 이용고객을 대상으로 실시하였다. 연구결과는 다음과 같다. 첫째, 고객이 지각하는 종업원의 OCB는 고객의 지각된 서비스품질과 신뢰에는 직접효과, 고객만족에는 간접효과가 있는 것으로 나타났다. 이는 고객이 관찰하기에 종업원이 규정된 역할을 초월하여 동료들을 도와주고 고객의 편의를 지향하며 자신이 속해 있는 조직에 대해 긍정적인 자세를 보이면, 고객들은 종업원을 신뢰하고 그들에게서 제공받는 서비스품질을 높게 지각할 뿐만 아니라 결과적으로 만족도가 높아진다는 것을 의미한다. 둘째, 조직시민행동은 서비스품질과 만족, 신뢰를 통해 호의적 구전에 간접적인 영향력을 나타내었다. 셋째, OCB의 세 가지 구성차원인 고객편의 지향성, 조직관여도, 스포츠맨십이 고객태도에 미치는 효과를 검토한 결과 고객편의지향성의 영향력이 가장 큰 것으로 나타났다. 본 연구를 통해서 고객이 지각하는 접점종업원의 OCB와 고객태도 사이의 관련성을 이해할 수 있었으며 고객관점의 OCB를 측정함에 있어 다차원적인 접근의 필요성을 파악할 수 있었다.

• 산업경영시스템학회지
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• 제20권44호
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• pp.425-446
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• 1997

In recent years, a scholars and a managers in business have taken a more interest on the effects of corporate culture on the organization effectiveness. The corporate culture has been recognized as one of the way to promote the organization performance and cope with the changes of the business environment. Edgar H. Shein defins the corporate culture as the that the pattern of basic assumptions that a given group has invented, discovered or developed in learning to cope with its problems of external adaptation and internal integration. The organization effectiveness is differently defined as the job satisfaction, job involvement, organizational commitment, organizational performance etc. The business culture help the employee (1) understand the values, the tradition, and the different management systems(decision-making basis, promotion, reward, behavior etc.) of the company, (2) make the performance-oriented decison and doings. Consequently, the excellent corporate culture would improve the organizational effectiveness. The purpose of this study is (1) to examine theoretically the content on the corporate culture and the organizational effectiveness, (2) to suggest the direction of the corporate culture management for both the management md the scholars.

• 한국경영과학회:학술대회논문집
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• 대한산업공학회/한국경영과학회 1996년도 춘계공동학술대회논문집; 공군사관학교, 청주; 26-27 Apr. 1996
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• pp.438-441
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• 1996

The objective of this study is to select reward measure of improved business results. Grain sharing is defined as a compensation system that is designed to provide for variable compensation and to support an employee involvement process by rewarding the members of a group or organization for improvements in organizational performance. Gains, as measured by a predetermined formula, are shared with all eligible employees, typically through the payment of cash bonuses. Generally sales, profit, value-added, cost reduction portion and otherthings have been used as gains, otherwise improved business results, without any proof which is correlated to productivity improvement. This paper suggests which business result is fit reward measure for each business types and sizes.

• 한국조리학회지
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• 제23권5호
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• pp.187-198
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• 2017

The purpose of the study was to investigate the relationships among leadership, organizational commitment and management performance of restaurant workers from the Busan Haeundae area. Normally, each leadership type(transactional leadership, transformational leadership, servant leadership) effected organizational commitment and management result. For the field test and verification, 200 staffs of the Haeundae restaurant participated in the survey from April 1st to May 30th, 2017. The research result was summarized as follows. First, all leadership types(transformational leadership, transformational leadership, servant leadership) of Haeundae restaurant staffs had a positive impact on affective involvement. Second, transformational leadership and transactional leadership of restaurant staffs had a positive influence on continuous commitment. Lastly, continuous commitment of restaurant staffs in Haeundae affected management result. In conclusion, precedent study explained only hotel investigation.

• Journal of Construction Engineering and Project Management
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• 제3권3호
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• pp.42-48
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• 2013

Construction industry is considered as the most hazardous industry due to its unique nature. Safety and quality management are essential to control hazards and improve success in project implementation. This paper focuses on evaluating the crucial factors influencing safety and quality management in construction projects. In order to achieve this, the qualitative and quantitative approaches were used for data collection. The findings of this study reveal the crucial safety factors as management commitment, safety awareness of top management practices/ procedures/ reviews, and errors in judgement or carelessness. Project supervision, employee involvement/ altitude, and expertise knowledge/ training were considered as the crucial quality factors influencing safety and quality management. The study shows that safety and quality issues cannot be overlooked therefore proper implementation is paramount to achieve project success.

• International Journal of Quality Innovation
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• 제6권3호
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• pp.1-18
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• 2005

This paper presents the empirical research results conducted in a Swedish care organization for elderly and handicapped. The objective of the research was to empirically assess the implementation and practices of a quality system (ISO 9000) from an organizational change and development perspective. The empirical data were collected through multiple methods; interviews were carried out with key-persons and leadership in the organisation and surveys were conducted to all employees. Interactive methods have been applied to various groups in the organisations e.g., directors, supervisors, and the leadership of the quality project and the local politicians. The empirical findings indicate, among others, that the implementation processes were received and perceived differently in the different parts of the care organisation due to different leadership strategies and employee involvement policies. Other critical factors such as acceptance, resistance, motivation, commitment, the role of leadership, learning possibility, etc. have also been investigated, analysed and discussed. Finally some recommendations on how to approach organisational change as well as strategies for implementing a quality system in the care sector are presented.

• 산업경영시스템학회지
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• 제19권37호
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• pp.117-125
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• 1996

The objective of this study is to select reward measure of improved business results. Ga-in sharing is defined as a compensation system that is designed In provide for variable compensation and to support an employee involvement process by rewarding the members of a group or organization for improvements in organizational performance. Gains, as measured by a predetermined formula, are shared with all eligible employees, typically through the payment of cash bonuses. Generally sales, profit value-added, cost reduction portion and otherthings have been used as gains, otherwise improved business results, without any proof which is correlated to productivity improvement. This paper suggests which business result is fit reward measure for each business types and sizes.